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1、古彤贞-我国国有企业员工的职位激励研究我国国有企业员工的职位激励研究作者：古彤贞摘要：随着我国经济发展模式的飞速增长，国有企业也要迎接市场变化带来的新挑战，就必须要提升企业核心竞争力，不断培养具备高智能、高素质的人才。湖南长沙国有企业作为湖南的龙头国有企业，必须大量进行相应的人力资源建设，在保证为企业提供优质服务的同时，从而为国家经济增长贡献出相应的贡献。而在我国国有企业的发展中，而与之相匹配的人力资源即员工的职位激励问题与从事相关工作人员素质的提高也成为我国国有企业管理者所要关注的首要问题。如何在现阶段，培养企业的员工的工作积极性，令其不仅能胜任岗位，而且要能长久地为企业谋利益，使企业能够得
2、到可持续发展，最大化地提升员工的职位激励性是我国国有企业在可持续发展道路上的主要任务。面对我国国有企业的发展情况，湖南长沙国有企业存在以下问题，发展空间逐渐变得拥挤，员工的生存压力逐渐增大。但是，湖南长沙国有企业虽然存在部分规模较小的特点，但是却具有独特的地理生存优势与灵活的经营特点，这也致使在现在竞争激烈的经济市场中取的一席之地。但是，虽然如此，依旧需要进行积极地创新、发展，不断建立健全一个较为完善的湖南长沙国有企业的现代商业发展经营体系。在人力资源的领域内，湖南长沙国有企业仍然延续使用的是传统的人力资源管理模式，但是随着国内国有企业人力资源管理模式的不断更新、变化，传统的人力资源模式早已不
3、再适应现代的高科技经济发展。湖南长沙国有企业只有基于职位激励模式的人力资源管理，才可以更大限度的发挥人力资源的有效性，为湖南长沙国有企业谋取竞争优势。本文将以湖南长沙国有企业员工的各项能力为考察指标，来考察员工的职位激励性，以期获得员工职位激励的一般指标，为科学评价员工的能力提供指导。关键字：我国国有企业；职位激励；人力资源；员工Abstract With the rapid growth of Chinas economic development model , the state-owned enterprises have to meet the new challenges brou
4、ght about by the changes in the market , it is necessary to enhance the core competitiveness of enterprises to continuously train with high intelligence , high-quality talent . As the leading state-owned enterprises in Hunan , Changsha, Hunan, state-owned enterprises must be a large number of human
5、resources construction guarantee for enterprises to provide quality services , which contribute to the corresponding contribution to national economic growth . In the development of China s state-owned enterprises , and human resources to match that staff positions incentive to become the primary co
6、ncern of China s state-owned enterprise managers to engage in the improvement of the quality of relevant staff . How to train employees work actively at this stage , so that it not only qualified for the job , but also to long for the company s interests , so that the companies can be sustainable de
7、velopment , to enhance employees job incentive to maximize our state-owned the main task of the enterprise on the road of sustainable development . Face of the development of China s state-owned enterprises , state-owned enterprises in Changsha , Hunan following problems , the development of space g
8、radually becomes crowded gradually increasing the pressure on the survival of the employees . However, Changsha, Hunan, state-owned enterprises , although there are some smaller , but has a unique geographical survival advantage with flexible operating characteristics , which also led to take the pl
9、ace in the competitive economic market . But, even so , still need to be actively innovation , development, and sound a more perfect Changsha, Hunan, state-owned enterprises continue to establish the development of modern commercial operating system . Changsha, Hunan, state-owned enterprises in the
10、field of human resources , has continued the use of the traditional human resources management mode , constantly updated with the domestic state-owned enterprise human resources management mode changes, the traditional human resource model is no longer to adapt to modern The high-tech economic devel
11、opment . Changsha, Hunan, state-owned enterprises only job incentive model - based human resource management , greater limits the effectiveness of human resources , Changsha, Hunan, state-owned enterprises to seek competitive advantage . In this paper, Changsha, Hunan, employees of state-owned enter
12、prises the ability to examine indicators to examine the the staff positions incentive to get the general indicators of staff job incentives for scientific evaluation of the ability of employees to provide guidance .Key word : Chinas state-owned enterprises ; posts incentive ; human resources ; staff
13、47目 录第一章 绪论71.1研究背景71.1.1我国国有企业发展现状71.1.2我国国有企业人力资源管理现状分析81.2研究意义101.2.1有助于选拔专业型人才101.2.2有助于建立科学的绩效考核体系111.2.3有助于增加员工的工作积极性111.3文献综述121.3.1国外研究成果121.3.2国内研究成果131.4研究内容141.5研究方法与措施151.5.1研究方法151.5.2研究的措施161.6创新之处16第二章 职位激励的相关理论及其在本文中的应用162.1职位激励模型浅析162.1.1职位激励162.1.2职位激励模型182.1.3模型实施条件222.2职位激励的职位定向2
14、42.3职位激励的人力资源定向252.4职位激励的绩效管理262.5职位激励的员工培训272.6职位激励绩效评价体系的构建282.6.1绩效指标的确认282.6.2员工的参与292.6.3绩效考核原则30第三章 职位激励在我国国企员工的应用313.1目前我国国企员工在职位激励方面存在的问题313.1.1缺乏对员工职位激励模型的深入了解313.1.2员工的职位激励模型不够完善313.2我国国企员工在职位激励问题优化思路313.2.1明确员工职位激励模型的构建313.2.2构建完整的员工职位激励模型32第四章 我国国企员工的职位激励初步构建324.1工作性质分析334.2招聘甄选334.3培训开发
15、344.4绩效考核344.5职位激励34第五章 基于职位激励在湖南长沙的国企的研究分析345.1素质能力分类345.2中高层素质模型构建355.2.1人才盘点355.2.2人才选拔355.2.3培养计划365.2.4沟通反馈365.2.5晋升发展365.3员工素质模型构建365.3.1基础能力375.3.2个人表现能力375.3.3自我定位375.3.4人格特性375.3.5潜在能力385.4基于职位激励的薪酬体系建设385.4.1职位激励在薪酬体系建设中的应用385.4.2基于职位激励模型的薪酬管理405.4.3职位激励方案分析425.4.4职位激励在薪酬分配方案设置中的应用445.4.5职位激励在薪酬分配绩效模式中的应用455.4.6职位激励模型在体制机制的改革466.结束语476.1本文研究的主要结果476.2本文的不足及未来努力的方向486.2.1本文的不足486.2.2未来努力的方向48致 谢48参考文献49第一章 绪论随着我国国有企业的不断发展，湖南长沙国有企业的发展空间也逐渐变得更加拥挤，生存的压力逐渐增大。湖南长沙国有企业虽然存在部分规模较小的问题，但是却具有独特的地
